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Handling Long & Short Term Absenteeism in The Workplace

Unplanned
absenteeism in the work place can have a huge impact on productivity, costs,
employee morale and customer care and should always be managed proactively and
consistently across the workforce. There is no one size fits all
solution to workplace absenteeism but a structured and early intervention
approach is required regardless of the length of absence and reasons for
absences. The following are some tips on managing absenteeism:

Draft an absence policy that
outlines the organisation's commitment to having people at work and the
consequences of not attending work on a regular basis;

Ensure there are clear absence
notification procedures in place including when employees are expected to
supply medical certificates;

Include trigger points for
absence levels that will result in a review being initiated;

Keep accurate absence records are kept;

Consider the use of Return to
Work Interviews for all absences;

Distinguish between lateness,
short term absences and longer term absences and consider reasons put forward to
explain absences;

Seek independent medical advice
as appropriate (ensure contract of employment provides for right to send
employee for medical reviews);

Do not dismiss an employee without
adequate review and consultation and ensure the consequences of non attendance
at work are clearly outlined as well as considering feedback put forward by
employee about their absence;

Consider whether employee has a
disability as defined under employment equality legislation and what if any
reasonable accommodation can be made to support attendance at work.

If you require support on how to legally deal with either regular short term absenteeism or long term absences, contact HR Solutions for practical advice on the correct procedures to follow.